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I'm Working While Caregiving

Over 60% of caregivers also work1 — full-time, part-time, or self-employed. If that's you, you're doing two jobs at once, and the demands of each constantly compete for the same hours, the same energy, and the same headspace.

The strain of working while caregiving is specific: missed meetings because of medical emergencies. Late-night calls followed by early-morning deadlines. The guilt of stepping away from work for an appointment, and the guilt of stepping away from caregiving for a work commitment.

This page covers your legal rights, how to approach your employer, and programs designed to help.

Your rights under federal law

FMLA (Family and Medical Leave Act)

If you work for a company with 50+ employees and have worked there for at least 12 months (1,250+ hours), you're entitled to:

  • 12 weeks of unpaid, job-protected leave per year to care for a spouse, child, or parent with a serious health condition
  • Leave can be taken all at once or intermittently (a few hours at a time for appointments)
  • Your employer must maintain your health insurance during FMLA leave
  • You must be restored to the same or equivalent position when you return

Key points:

  • FMLA covers parents, spouses, and children — not siblings, in-laws, or grandparents (unless you're in loco parentis)
  • "Serious health condition" includes conditions requiring ongoing treatment or inpatient care
  • Intermittent leave is your most practical tool — use it for appointments, emergencies, and bad days
  • Your employer can require medical certification from the care recipient's doctor

ADA (Americans with Disabilities Act)

If caregiving affects your own health (depression, anxiety, physical conditions), you may be entitled to reasonable accommodations under the ADA. This could include schedule modifications, remote work, or modified duties.

State laws

Many states offer protections beyond FMLA:

  • Paid family leave: California, New York, New Jersey, Rhode Island, Washington, Massachusetts, Connecticut, Oregon, Colorado, Maryland, Delaware, Minnesota, and Maine have state-level paid leave programs
  • Expanded coverage: Some states extend leave protections to smaller employers or broader family definitions
  • Check your state's department of labor website for specifics

Talking to your employer

You don't have to disclose your full caregiving situation. But some level of communication usually helps. Consider:

What to share:

  • That you have a family caregiving situation that may occasionally affect your schedule
  • The general nature of what you need (flexibility, intermittent leave, occasional remote days)
  • Your commitment to meeting your work responsibilities

What you don't have to share:

  • The specific diagnosis
  • Details of the care recipient's condition
  • Your emotional state
  • How long you expect this to last (you may not know)

Practical approaches:

  • Propose a specific plan rather than leaving it open-ended ("I'd like to work from home on Tuesdays and Thursdays when possible")
  • Document your conversations and any agreements in writing (email follow-up is fine)
  • Know your rights before the conversation so you're negotiating from information, not anxiety
  • Talk to HR separately from your direct manager if your company has an HR department

Programs that help

Employee Assistance Programs (EAP)

Most employers offer EAPs that provide:

  • Free short-term counseling (typically 3-8 sessions)
  • Referrals for eldercare and caregiving resources
  • Legal consultations
  • Financial counseling

Check your benefits handbook or ask HR. EAPs are confidential — your employer doesn't know who uses them.

Dependent care FSAs

If your employer offers a Dependent Care Flexible Spending Account, you can set aside pre-tax dollars for caregiving expenses including adult day programs, in-home care, and other qualified expenses. The annual limit is $5,000 (per household).

State paid leave programs

If you're in a state with paid family leave, the application process typically involves:

  1. Filing a claim with your state's paid leave program
  2. Providing medical certification
  3. Receiving a portion of your wages (usually 60-90%) during leave

Some states allow you to use paid leave intermittently, just like FMLA.

Managing the daily reality

Schedule management

  • Block caregiving tasks on your calendar the same way you block work meetings
  • Build buffer time around medical appointments (they always run late)
  • Identify your non-negotiable work commitments and protect them
  • Have a backup plan for caregiving emergencies during critical work periods

Reducing the conflict

  • Telehealth for the care recipient's routine appointments saves travel time
  • Pharmacy delivery eliminates prescription pickup trips
  • Meal delivery services reduce one daily task
  • A shared calendar with other family members reduces coordination overhead

When it's not working

Signs that the current arrangement needs to change:

  • You're consistently working at night to make up for caregiving hours
  • Your performance is declining and you can't reverse it
  • You're using all your PTO for caregiving with none left for yourself
  • You're having health problems from the sustained pace

Options include: requesting a formal flexible work arrangement, exploring FMLA intermittent leave, reducing to part-time, taking an extended leave, or evaluating whether additional care support (a home health aide, adult day program) would reduce the daily conflict.

Financial planning

Working caregivers face a specific financial risk: reduced earnings, missed promotions, and eventual career disruption. Over a caregiving career, the average financial impact is estimated at $522,000 in lost wages, pension, and Social Security benefits1.

What you can do:

  • Continue contributing to retirement if at all possible
  • Understand how FMLA leave affects your benefits
  • Explore whether the person you're caring for qualifies for programs that would offset your costs
  • See Money & Benefits for assistance programs

Federal and state programs that protect your job and replace income while you provide care:

If you need help now

FMLA information: 1-866-487-9243 (U.S. Department of Labor Wage and Hour Division).

Eldercare Locator: 1-800-677-1116 — can connect you to local resources including respite care that enables you to work.

  1. AARP/NAC. "Caregiving in the United States 2025." Source → ↩↩